executive & leadership coaching services kit · 2019-06-04 · executive & leadership...

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Services KitEXECUTIVE &

LEADERSHIP COACHING

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THE POSITIVITY INSTITUTE 2 THEPOSITIVITYINSTITUTE.COM.AU

A B O U T P I

Pleased to meet you!

T he force for positive change is within us all. Famous humanistic psychologist Carl Rogers referred to it as the

“actualising tendency” – our innate desire for growth and development.

And, whilst there has been an ever-increasing thirst for knowledge as to peak performance and optimal human development, it wasn’t until the Positive Psychology movement emerged in the late 1990s that the science allowed us to identify the essential psychological needs we all have and strategies we can take to increase our overall wellbeing.

Positive Psychology is the science of optimal human functioning – for individuals, groups, teams, organisations, communities and society.

The science of Positive Psychology is now close to 20 years old and merging with fields like Neuroscience, Medicine, Education, Economics and Business.

The research base, whilst growing, is full to the brim with possibilities for applications in the real world! Those who were the brave pioneers have already gathered some evidence to attest to its benefits.

The Positivity Institute was created and launched with the aim to bring this science to life and to continue as an “Institute” to investigate and add to the knowledge base of Positive Psychology. Our aim is to create flourishing lives and increase the wellbeing of the world. In our profession, this is known as a BHAG – a big, hairy, audacious goal. We hope you can join us in some way to attain this goal!

The Positivity Institute (PI) is a positively deviantorganisation dedicated to the research and practice

of wellbeing science for life, school and work.

http://www.thepositivityinstitute.com.au/home



A B O U T S U Z Y

Meet Our Founder

S uzy has since conducted a number of scientific studies on evidence-based coaching to highlight its effectiveness in

improving goal attainment, resilience and wellbeing (email us for copies).

Suzy is also an identified global expert in the integration of Positive Psychology and Coaching Psychology, having published and presented on the topic globally.

In a world-first study on evidence-based coaching by our Founder, Dr. Suzy Green, results showed that a 12 week cognitive-behavioural solution-focused coaching program increased goal attainment and psychological wellbeing. In a follow up, study results showed that evidence-based coaching also significantly reduced levels of depression.

Dr. Suzy Green is a leader in the complementary fields of Coaching Psychology and Positive Psychology having conducted a world-first

study on evidence-based coaching as an Applied Positive Psychology.

Dr. Suzy Green, D.Psyc. (Clin.) MAPSFounder of The Positivity Institute




P I W O R K P R O G R A M

P I recognises that evidence-based coaching is an integral part of creating a positive workplace culture,

improving organisational performance and transferring knowledge gained from training into sustainable change.

PI Work ServicesPI Work Services helps create flourishing workplaces. Our innovative

programs translate scientific research to improve leader and organisationalwellbeing and performance. As a result, we support the creation of a

positive workplace culture to improve overall organisational performance.

“Executive Coaching is a collaborative, solution focused, results-oriented and systematic process, in which the coach facilitates the enhancement of the coachee’s work performance, self-directed learning and personal and professional growth.” (Grant, 2010).




O U R Q U A L I F I C A T I O N S

Meet Our Team

O ur team consists of practitioners with extensive educational experience. All PI

Coaches are qualified to coach in organisations as per the Standards Australia Coaching in Organisations handbook (HB332.2011) and the International Society for Coaching Psychology (www.isfcp.net). All PI Coaches abide by the Australian Psychological Society Code of Ethics and hold appropriate insurances.

All PI Associates in the PI Work Team hold Masters level degrees in Positive Psychology, Coaching Psychology, Educational Psychology,

Clinical Psychology, Counselling Psychology or Organisational Psychology.

Our collaborators and associates have expertise in:

1POSITIVE

PSYCHOLOGY

2COACHING

PSYCHOLOGY

3POSITIVE

EDUCATION

4POSITIVE ORG.SCHOLARSHIP

5POSITIVE

LEADERSHIP

6POSITIVE

COMMUNITIES

7MENTAL

TOUGHNESS

8NEUROSCIENCE




C O A C H I N G S E R V I C E S

Executive & leadership Coaching

T he uptake of Executive and Leadership Coaching (ELC) has increased during the last 30 years (Buschi, 2016). Traditional models

of ELC had a strong focus on performance, often to the detriment of wellbeing. Fortunately, an increasing number of organisations are embracing a positive approach to leadership development where the focus is on enhancing performance and wellbeing of leaders.

Compelling research demonstrates that experiencing high levels of psychological wellbeing (i.e. “feeling good”) is associated with enhanced performance (i.e. “doing well”).

In addition, a focus on character development as a means to wellbeing also results in virtuous organisational behaviour i.e. “doing good.”

ELC not only enhances wellbeing, character and performance, it builds resilience and mental toughness that fortifies leaders against stress and burnout, enhancing a leader’s ability to meet current and future challenges at work. Indeed, coaching has been found to increase resilience and reduce depression in the workplace with executives (Grant et al., 2009).

Developmental/Transformational Coaching

A common approach to coaching has been the tripartite model of skills, performance and developmental coaching. Whilst we can certainly assist executives to develop skills such as improving delegation or enhance their overall performance in meeting KPIs, our focus and expertise is in developmental or what’s often referred to as transformational coaching. This type of coaching takes a broader strategic approach, often dealing with issues relating to personal and professional growth. This enables coachees to create a fundamental shift in their capacity to change their thinking, feeling and behaviour.

Coaching sessions may focus on facilitating insight, enhancing emotional competencies, or creating and sustaining positive relationships. The coaching sessions provide a reflective space where the coachee can explore issues and options and formulate action plans in a confidential, supportive environment. Developmental/Transformational coaching requires the coach to have a deep knowledge of human psychology and be skilled in facilitating human potential.




C O A C H I N G S E R V I C E S

A Proactive Approach

I n a survey conducted by PwC in 2014 it was found that organisations that implement effective actions to create a mentally healthy workplace,

on average, can expect a positive return on investment (ROI) of 2.3. That is, for every dollar spent on successfully implementing an appropriate action, there is on average $2.30 in benefits to be gained by the organisation.

In the same report, Leadership Coaching was identified as one of seven key evidence-based mental health actions available to organisations for implementation. The study identified leadership coaching being provided to approximately only 5% of the workforce. Hence there is a large opportunity to proactively address mental health issues in the workplace via Executive and Leadership Coaching.

Mental health conditions present substantial costs to organisations.More and more organisations are looking to adopt a proactive

approach to mental health and wellbeing rather than relying solelyon an Employee Assistance Program (EAP) after issues arise.




A N A LY S I S S T U D I E S

Outcomes

T hree meta-analysis studies (Theeboom, Beersma & van Vianen, 2014; Jones, Woods, & Guillaume, 2015; Sonesh et al., 2015) and one systematic review (Lai & McDowall, 2014) have provided evidence that coaching is effective. Collectively, these studies show that coaching has significant positive effects on performance, skills, wellbeing, coping, work

attitudes, and goal-directed self-regulation.

Improved goal progression, commitment and motivation leading to enhanced

performance and productivity

Enhanced levels of confidence, creativity, innovation and solution-focused thinking

Healthier coping with stress and challenges leading to increased levels of energy and wellbeing

Improved capacity to deal with organisational turbulence, complexity,

uncertainty and change

Sustained positive changes in workplace relationships

Positively contribute to organisationalgoals and objectives

A focus on performance strengths – harnessing resources already present and unleashing unrealised strengths

Strengthening resilience and mental toughness to deal with

work and life issues

Enhancing wellbeing to feel good and function well, physically

and psychologically

Adopting the principles of adult learning where reflection & practice between

sessions are a key part of the process

Aligning the coaching design with the organisational values & culture

*Research papers available upon request.

Outcomes We do this by

Developing the psychological and behavioural capabilities needed to focus on becoming

their best possible selves




B E S P O K E S O L U T I O N S

Our Approach

U sing a collaborative approach, we systematically and methodically identify the specific development opportunities of

the individual and the organisation in the planning phase and design tailored solutions specifically for each client and circumstance.

During the coaching phase we work collaboratively to establish clear and authentic goals and associated progression tasks. We value the opportunity to provide evidence for return on investment and utilise both objective and subjective measurement to evaluate the coaching intervention. This enables us to review performance against mutually agreed upon goals.

Our expertise is in translating the latest research and practice into innovative ELC programs that transform thinking and behaviour crucial to positive leadership.

We also focus on equipping the leader to

Our approach is bespoke, personally meaningful and motivating for leaders, allowing them to use their natural energising strengths to support sustained performance.

positively influence team and organisational culture through enhanced collaboration, communication and organisational wellbeing through a “positive ripple effect”. In this way, PI ELC helps the Leader to make a significant and sustainable contribution to the success of their teams, their organisation, their communities and society more broadly.




C O A C H I N G P R O C E S S

E xecutive & Leadership Coaching is a dynamic, challenging and personally-accountable process that will help leaders get the most out of their role,

increase their work and life satisfaction, and leave a positive legacy for those who follow.

PI ELC explores the questions such as:

• How can you be a positive energiser as a leader?

• How can you bring out the best in yourself, your team and your organisation?

• What’s your purpose? What legacy do you want to leave behind?

Each ELC program begins with a thorough analysis of the leader’s current scenario to deepen the learning experience, set personally meaningful and organisationally relevant goals to

further enhance the coaching outcomes. Then in a series of one-on-one coaching sessions over 6, 9 or 12 months, insight is translated into action to assist the leader to become their “best possible self”.

Coaching Delivery Formats

Whilst the majority of executive and leadership coaching services have historically been delivered face-to-face, there is a move to and greater acceptance of virtual coaching. Virtual Coaching (video/phone) provides all the benefits of traditional face-to-face coaching, utilising technology to make coaching more convenient and cost effective for the coachee. The video function allows the coach and client to see each other, build rapport and benefit from a well-planned coaching conversation. Many coaches and coachees report phone coaching is a great way to stay focused on the topic and to ensure time is well spent.

What to Expect




C O A C H I N G P R O C E S S

T he measures we utilise are both scientifically sound and user-friendly. These include, but are not limited to the Mental Toughness Questionnaire

(MTQ48 or MTQPlus); VIA Character Strengths Assessment; Gallup Strengths-Finder;

Strengths Profile; Work on Wellbeing (WOW) Assessment; Global Leadership Wellbeing Survey (GLWS); Hogan Assessment Systems (Leadership Forecast Series) and Leadership Effectiveness (LEA).

As the father of business management, Peter Drucker, famouslyonce said, “If you can’t measure it, you can’t improve it”. At PI, we’re passionate about the use of scientifically valid and reliable measures.

Measures of Coaching




W H A T ’ S I N C L U D E D

• We work with your organisation to determine the needs of the individual executive or group of executives;

• We provide expert consultation on the coach/coachee matching process;

• We identify evidence-based assessments

relevant to the engagement and measures that will provide a return on investment;

• We offer the opportunity for coaching triads (three-way coaching conversations) with the Executive’s leader or another member of the organisation to support coachee self-awareness and development.

Our bespoke ELC programs involve three key phases:1. Assessment & Planning; 2. Coaching; 3. Evaluating & Transferring.

Bespoke Programs

Assessing& Planning

CoachingEvaluating & Transferring




W H A T ’ S I N C L U D E D

Nuts & Bolts

Our “Becoming a Positive Leader” ELC program includes:

Pre-session mental health and wellbeing assessments;

Scientifically validated psychometric assessments relevant to your needs;

Detailed goal-setting and practical written action plans;

Email or phone support from your coach between sessions;

Post-coaching assessments to measure progress.

Whilst our preferred approach to Executive & Leadership Coaching is to design and deliver bespoke interventions,

we also offer structured 6, 9 and 12 month programs.

“The primary metrics used to assess coaching interventions can have a significant impact on the coaching agenda. The research clearly shows that coaching has great potential to enhance the performance, productivity and wellbeing of individuals, organisations and the people that work for them.” —Grant, 2012




P I W O R K G L O S S A R Y

Why P I? Glossary

What is Positive Psychology?

PP is the scientific study of the conditions and processes that lead to optimal human functioning (Gable & Haidt, 2005).

What is Appreciative Inquiry?

Appreciative Inquiry (AI) is a change management approach that focuses on identifying what is working well, analyzing why it is working well and then doing more of it. The basic tenet of AI is that an organisation will grow in whichever direction that people in the organisation focus their attention.

What is Coaching Psychology?

Coaching psychology is the “systematic application of behavioural science [within coaching a context] to the enhancement of life experience, work performance and wellbeing of individuals, groups and organisations.” (A.M. Grant, 2007, p. 23).

What is Positive Organisational Scholarship?

Positive Organisational Scholarship (POS) is concerned primarily with the study of positive outcomes, processes, and attributes of organisations.

All PI Coaches:

Fully engage with project sponsor and stakeholders

Have world-class post-graduate qualifications coupled with corporate experience

Are members of the appropriate organisational bodies e.g. International Society for Coaching Psychology, University of Sydney Coaching & Mentoring Association

Adhere to Standards Australia Coaching in Organisations handbook (HB332.2011)

Abide by the Codes of Ethics for the Australian Psychological Society (APS), International Coaching Federation (ICF) and International Society for Coaching Psychology (www.isfcp.net) and hold appropriate insurances

Utilise latest scientific research and theory using evidence-based coaching interventions that are tested, effective and appropriate to those working in leadership roles

Undergo regular peer review and supervision

Are at the forefront of research and developments in the areas of performance enhancement, positive psychology, positive organisational scholarship and coaching psychology

Are able to assess and refer on for mental health issues




MAILING ADDRESSSuite 11, Lingate House

409-411 New South Head RoadDouble Bay, NSW 2028

Australia

GENERAL [email protected]

PHONE+ 61 2 9327 7370

DR SUZY [email protected]

TRACY DUGGANClient Services Manager

[email protected]

If you’d like to discuss our PI ELC Services or our broaderPI-Work Services further, we’d love to meet with you to determine

the best approach for your leaders and organisation.

C O N T A C T U S

Get In Touch




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Creating aflourishing

world

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executive & leadership coaching services kit · 2019-06-04 · executive & leadership...

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